Ultimately, the entire organization revolves around people.
A-B-C model
How the company performs is a result of how people perform. How they are trained is one thing, but how they are treated and what they do with the training is another.
The direct manager plays a key role in this. The direct manger's primairy function is to lead, set an example and to coach the reports.
The question is: How well equipped is he/she to fulfill this key role? In other words, the direct manger him/herself may need to be trained and coached in order to be a good coach.
Still got it: Train and coach a lead so they can coach..?
To enable Leaders to excel, NAGOI offers training courses that cover the following topics:
- Delegating
What is it, why should we, and why don't we do it?.
- Feed back
What types are there, how can you deliver them, what is the effect?
- Coaching
The difference between Coaching and Managing, the result of proper coaching skills, my current coaching style, practical coaching models.
- Consequence Management
Naming behavior (NORMS), what drives behavior and what is the result, giving and receiving feedback, build and execute a Coaching Action Plan.
- Change Management
4 phases of Change Management, Risk Assessment(Execution and reporting), the commitment curve, positive and negative perceived changes, different sponsor roles, sponsor-agent contract.
- Human Error Analyses
What is it, 6 types of error, error analyses, Poke Yoke.
These items will be combined into a tailored training package to best suit your needs.
As a result, the duration of the training varies, as does the number of sessions.
Please contact NAGOI to compile the ultimate training for you.
The 4 leadership styles
In addition to delivering training, coaching the participants afterwards is a recommended option.
This has proven to be a key to success in practice: Knowledge is fine but application of Skill (Competence) is the ultimate goal.
For this, coaching during the learning phase increases the end result significantly.
